Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelines1. Three seasonal bonuses and a year-end bonus.
2. Very little overtime; we almost always leave on time.
3. A 9.5-hour workday, including a 1.5-hour lunch break.
4. The company atmosphere seems good on the surface, and everyone appears to get along harmoniously.
5. Paid bereavement leave, with the company also providing condolence money. Paternity leave for the birth of a spouse’s child, marriage leave, annual leave, and paid personal leave for work-related injuries are all provided.
1. Six days off in short months and seven days off in long months. If you request the legally mandated days off, all allowances are withheld, leaving you with only the base salary of NT$24,000.
2. There is no career development in this role. Even if you work yourself to death, you will still receive the same stagnant salary: NT$28,000 during the probationary period, starting at NT$31,000 after becoming permanent, with a maximum of NT$35,000.
3. Before joining the company, you must sign an unfair agreement. For example, if you switch to a competing company, you must pay Fu Tian NT$1 million in compensation. It is written clearly in black and white—it made my heart jump just reading it!
4. Besides having a pile of miscellaneous errands as an external-service employee, you also have to routinely support factory operations. You might say that newcomers need to learn the entire process of making an urn so they can confidently explain it to customers later, and that would be understandable.
But not long after I joined, management held a special meeting and made it clear: because the company had filled the external-service positions, it would not hire additional factory staff. Everyone in external services had to learn the factory work, and during downtime they had to routinely support the factory... Damn! They use one person as two—are they really trying to save that much money?
The supervisor also vaguely said that he would try to negotiate with upper management for external-service staff who supported the factory (while gesturing a little). How much is that supposed to be? Why not state it clearly? What does “everyone will understand implicitly” even mean? If you later give a few hundred dollars as a token—or merely verbal praise—would that also count as your so-called “understanding implicitly”?
5. During the interview, they made it sound very appealing, saying the job was simply to pick up and deliver urns and that we would not interact with bereaved families. Only later did I learn that we actually had to go to the Second Funeral Parlor to help set up venues, deliver urns inside, and so on... Damn! So this is what that interviewer meant by “you won’t interact with bereaved families”!
6. Again, during the interview, the interviewer brought out a form to explain the salary. When I saw the salary structure, I asked a few more questions. She glossed over the important details and said I only needed to look at the total amount. Only later did I find out...呵呵, which echoes the disadvantages, so I will not elaborate further.
7. Once again, during the interview, the interviewer said that senior employees were reaching retirement age, so they needed to recruit newcomers and hoped to inject some fresh blood. In fact, the company was not urgently short-staffed at all! I only learned afterward... With a pitiful salary like this and so many duties, how could you expect young people today to be foolish enough to join your company as exploited laborers, working like oxen and horses for you? No wonder most of the external-service and factory staff are middle-aged or older; the only young people I saw were the young women in administration.
8. I told the interviewer that the actual job duties differed from what had been described during the interview, so I wanted to resign. After sighing, she began lecturing and belittling me. She said that she represented management (so management is somehow noble?), that senior employees had all gone through the same thing (so because predecessors endured it, their successors have to endure it too?), and that the interview had already mentioned completing tasks assigned by supervisors (oh—so not hiring factory staff and increasing the burden on other employees also counts as an “assigned task,” right?).
She continued lying, saying that although the supervisor had said we needed to help at the factory, it was actually up to us and no one would force us to help (Lies! At that meeting, the supervisor clearly said that external-service staff were required to go support the factory during downtime!). She even had the nerve to say that she could see I had a very proactive attitude toward learning... Hey, you know I am putting a lot of effort into learning, so how can you expect someone to do so many things while offering this lousy salary? I was so angry that I laughed!
In short, this is a small company that appears to have systems in place but actually exploits its employees. Although it has been operating for over 30 years, it still has not managed to grow, and the reason is obvious. It is no wonder that a large group of external-service employees previously quit collectively and went out to start their own businesses!
Moderate autonomy.
1. Every position is very busy.
2. Four to five days off per month (this seems to have changed after the labor law amendments); some holidays require shift work.
3. The salary is very low (I originally earned 26K, and later negotiated it up to 28K by threatening to resign).
4. Overtime pay is low (calculated according to the minimum hourly wage at the time, approximately 100 yuan per hour).
5. The year-end bonus increases slightly based on seniority, but the base salary does not increase on its own (some people have worked there for more than ten years and still earn only 23K).
6. Except for field work, the jobs there require only low-level skills; in other words, they offer virtually no prospects for individual career development.
7. Although the boss said that employees would get a company trip if performance reached a two-month year-end bonus, it was always only a one-and-a-half-month year-end bonus.